Bereavement leave: How to approach your boss if you experience pregnancy loss

We often think of work and personal life as separate spheres, but pregnancy loss can make that boundary difficult to maintain. The physical and emotional impact of loss can be profound, with grief, shock and anger affecting all aspects of everyday life. Taking time away from work can be an important part of navigating the physical and emotional impact of loss.

From April 2027, employees in the UK will have a day-one right to up to two weeks’ unpaid leave following a bereavement. The entitlement will cover all types of pregnancy loss before 24 weeks, including terminations, IVF embryo transfer loss and surrogacy. Partners will also be entitled to two weeks’ leave, which can be taken in separate periods during the 56 weeks following the loss. 

“Until now, the statutory right was narrowly focused on parents who had lost a child under 18 or a stillborn baby after 24 weeks of pregnancy. From April 2027, the law will recognise a much wider range of loss and relationships including the death of a partner, parent, adult child or sibling, as well as loss at any stage of pregnancy,” says Kate Palmer, chief operating officer at the HR firm Peninsula.

Not all women can afford unpaid leave

Although the announcement is a step forward, many women still won’t be able to take unpaid leave because of financial restraints. 

“This new right gives employees a clear entitlement, acknowledging and acknowledges that pregnancy loss can have a serious and lasting impact. However, businesses should treat it as a starting point and review whether unpaid leave is enough for their workforce,” says Palmer.

“Unpaid leave will not be a realistic option for everyone. When you’re dealing with the emotional and physical impact of pregnancy loss, the additional worry around losing two weeks’ pay could force an employee to return to work before they’re ready.”

Employers need to look at whether lower-paid workers, who may be least able to absorb unpaid time off, are adequately supported. “A policy that exists on paper but cannot be used by people who need it most risks creating a two-tier system of support,” adds Palmer.

“There are options that employers can offer to help offset this, for example, offering paid bereavement or pregnancy-loss leave, where possible, or giving them flexibility to use sick leave or annual leave.”

And, importantly, employers need to understand that the grief and emotions that follow pregnancy loss don’t disappear in a week or two. Good workplaces will offer empathy and support that continues after someone returns from leave.

How to speak to your manager about pregnancy loss

Don’t feel obliged to give details

Asking for a private meeting can help you feel safer and less rushed. If talking about the loss out loud feels difficult, consider sending an email first to outline your situation. Decide in advance what you're comfortable sharing and remember, you don't owe anyone the details.

“Employees who experience pregnancy loss should not feel under any obligation to give their manager medical details,” says Palmer. “If speaking about the loss feels too difficult, consider notifying your manager via email.”

Reflect on what you need

Be as clear as you can about what you need most right now, whether that's leave, flexible hours or temporary adjustments to your workload. You could also ask about wellbeing programmes, counselling services or employee resource groups that may be available.

“Your manager’s role is to respond with empathy. They should avoid pressing for details on when you will return, but instead focus on welfare and practical arrangements,” says Palmer. 

“They should confirm the available support and leave options, including statutory bereavement leave, company compassionate leave, sick leave, annual leave and any occupational health or wellbeing support, and agree how often and what methods of communication would work best during this time.”

Employers need to equip their leaders with the training and support to handle these conversations sensitively. The quality of that first response can make a significant difference during what may be one of the most difficult and distressing times in someone’s life.

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